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You are here:   About Us > Policies & Procedures > Gender Pay Gap

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Gender Pay Gap report - 2017

Introduction

Employers with 250 or more employees are now required to publish various figures to demonstrate how large the pay gap is between their male and female employees on an annual basis.

Dudley College of Technology is committed to the promotion of equality of opportunity for all its employees and is proud to be able to offer working hours and practices that are flexible, and enable people to balance work and life in a sustainable way.

The college is committed to empowering talented people at all levels and ensuring that its employees are developed and trained in line with their high ambitions and aspirations. The college’s successful aspiring manager programme for the 2016-17 academic year had a record 52 participants of which 63% were female.

Background

All employers with 250 or more employees are required to publish information about gender pay by 31st March 2018. This information is based on a snapshot date of pay on 31st March 2017.

At this date the workforce comprised of 55% female and 45% male with 57% full time and 43% part time or variable hours.

This analysis looks at gender pay differences within Dudley College of Technology, focusing on the overall pay difference between the male and female workforce. This figure is significantly affected by the college having an all-male executive team at that time and the employment of more females so it also looks deeper into pay to determine if there are any true pay inequalities across the workforce. A positive pay gap indicates that men are paid more, a negative pay gap indicated that women are paid more.

The gender pay gap is different to equal pay. Equal pay relates to men and women receiving equal pay for equal work, not meeting this requirement has been unlawful in the UK for over 45 years. The gender pay gap is a measure of any disparity in pay between the average earnings of males and females.

What do we report on?

Mean gender pay gap The difference between the mean hourly rate of pay of male’s full-pay relevant employees and that of female full-pay relevant employees.
Median gender pay gap The difference between the median hourly rate of male full-pay relevant employees and that of female full-pay relevant employees.
Mean bonus gap The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees.
Median bonus gap The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees.
Bonus proportions The proportions of male and female relevant employees who were paid bonus pay during the relevant period.
Quartile pay bands The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.

Mandatory gender pay analysis

The overall gender pay gap is defined as the difference between the median (actual midpoint) or mean (average) basic annual earnings of men and women expressed as a percentage of the median or mean basic annual earnings of men.

Workforce profile

There were 689 employees working on the snapshot date of 31st March 2017. 380 were female and 309 were male. 406 employees were employed on full time contracts and 283 were employed on part time or variable hour’s contracts.

The gender pay gap analysis is based on headcount as opposed to full-time equivalent numbers.

Men on average work 4 hours per week (33 hours) more than women (29 hours).

Gender pay gap – 31st March 2017

Mean

Average hourly rate of pay and the percentage difference between.

£14.40 - Female
GAP - 14%
£16.82 - Male

Dudley College of Technology’s mean gap is 4.1% lower than the national average of 18.1%*.

Median

Middle hourly rate of pay and the percentage difference between.

£13.56 - Female
GAP - 21%
£17.16 - Male

Dudley College of Technology’s median gap is 2% lower than the national average of 23%**.

*Office of National Statistics 2016 Annual Survey of Hours and Earnings

** Chartered Management Institute 2016 Gender Pay Survey

Bonus - mean, median and proportions

Dudley College of Technology does not operate any bonus schemes and therefore has no bonus gender pay gap.

Proportion of men and women in each quartile pay band

Below shows the workforce composition in each pay quartile. There are more women in the lower two pay quartiles. By comparison there is a more equal representation of men and women in the upper pay quartile.

Lower pay quartile

173 in lower quartile, 51 male and 122 females.

Lower middle pay quartile

172 in lower middle quartile, 69 male and 103 females.

Upper middle pay quartile

172 in upper middle quartile, 100 males and 72 females.

Upper pay quartile

172 in upper middle quartile, 89 males and 83 females.

Proportional Pay Gap Analysis and Figures

The most reliable indicator of gender pay gap is the proportional pay gap. This takes into account the workforce composition and shows that across all pay grades, there is no significant gender pay gap.

The proportional pay gap compares the hourly rates of men and women on a like-by-like basis across each pay grade.

The percentage difference demonstrates for each grade how women are affected. A negative figure means that across the grade, women are paid more than men.

Pay grade Proportional Pay Gap
National living wage 0.00%
Band 1 0.01%
Band 2 -0.01%
Band 2/3 -0.03%
Band 3 0.01%
Band 4 -0.01%
Band 5 -0.03%
Band 6 -0.02%
Band 7 0.00%
Band 8 0.00%
Trainer/Assessor 0.02%
Teaching 0.00%
Advanced Teacher -0.02%
Enhanced Teacher 0.00%
LM1 0.01%
LM2 0.07%
Executive committee 0.00%
Overall
proportional pay gap

0.00%

We are not complacent and work hard to ensure that Dudley College of Technology promotes diversity and equality of opportunity for our employees. We continue to monitor our workforce, empower talent at all levels to ensure we have working practices which are flexible, and enable people to balance work and life in a sustainable way.